IEU SPEAKS on initial teacher training

intensity in the NGS Diversified MySuper portfolio has fallen by around 20% which is 13% ahead of trajectory.

Why is it important to reach a carbon neutral position by 2030 and in a practical sense how will this be achieved?

As a fund we decided that we couldn’t ignore the science that was telling us that climate change was, and continues to have an impact socially, environmentally, and economically. We see our target to have a carbon neutral portfolio by 2030 as making sense for both our members and the planet.

To achieve our goal, we’re applying the principles of responsible investing which means we identify investments that will retain their value and generate strong returns now and into the future. This is how we’re making progress against our target and protecting members’ returns.

In addition to aligning with companies who share our goals, we are moving away from those that don’t. Last year we divested holdings in Woodside and Santos and others in the oil and gas exploration and production industry.

We regularly review our carbon neutral targets and investment strategies to make sure they are in the best financial interests of our members. This is always our priority.

The recent cyber security issue was a challenge for those impacted. Please comment on the incident and the steps taken to mitigate such events in the future.

We appreciate that the cyber attack was a difficult situation for our members.

We take the security of our members’ data very seriously and as soon as we became aware of unusual activity within our network, we shut it down and commenced investigations. We also launched comprehensive cybersecurity protocols and enhanced network monitoring.

Our investigations quickly confirmed that our members’ super savings and the Fund’s assets were secure, however some limited personal data was taken.

We communicated with members about the cyber attack and made sure that they were aware of the support available to protect their information through organisations like IDCARE, Equifax and Experian.

We reported to regulators and were in constant contact with the ATO regarding protective measures that were put in place on member accounts. These have now been lifted for all but a small number of members. We also reimbursed costs to members who were required to replace documents.

Our members can be assured that we remain highly alert and continue to monitor our systems for any signs of suspicious activity.

The IEU welcomed the opportunity to participate in the recent review of initial teacher education (ITE) undertaken by the Teacher Education Expert Panel (TEEP). The insights and classroom experiences of members helped shape new measures proposed by the panel to better prepare early career teachers; however, the focus must also include a comprehensive plan to continue to support new teachers once they reach the classroom.

The Panel’s report contains 14 recommendations for improving ITE programs. The recommendations, now agreed in-principle by the nation’s education ministers, contain a mix of immediate actions as well as longer term reforms to be rolled out over the next three years.

IEU members support the call for greater national consistency across ITE programs and the stronger oversight of education courses to ensure high-quality programs and outcomes for new teachers.

The next generation of teachers must be fully prepared for the vital work they will undertake in schools. A renewed focus on the practical skills needed by classroom teachers will help improve teacher retention and lengthen teaching careers. Moves to incorporate new employment-based options or accelerated pathways to teaching qualifications must be carefully managed to protect the integrity and rigour of teacher education.

However, these changes are only half the story when it comes to attracting and retaining teachers. An education system that sends new teachers into classrooms to then immediately be overwhelmed by unsustainable workloads needs a complete overhaul.

We know that teacher workload and burnout are driving teachers away from a job they love.

New teachers need more support once in the classroom – access to best practice induction programs, paid mentoring time and reduced teaching loads are needed to help new teachers starting out in a complex and demanding profession.

It’s difficult for experienced teachers to support their new colleagues when they are themselves drowning under administrative tasks and compliance red tape. Experienced teachers need dedicated release time to undertake mentoring roles with beginning teachers.

The repair of an education sector in crisis requires urgent and wide-ranging reforms.